529 Understanding and Leading Change ASSIGNMENT 2

In a continuously evolving and highly competitive business environment, especially in the last covid 19 epidemic, has greatly affected Bao Viets business activities. Through this report, standing in the position of HR Manager of Bao Viet insurance company, will analyze the barriers affecting the decision of leaders and adopting a range of leadership approaches to a change initiative so that the business can adapt to the realities and make the appropriate changes to grow stronger.

ASSIGNMENT 2 FRONT SHEET

Qualification BTEC Level 5HND Diploma in Business

Unit number and title Unit 17: Understanding and Leading change

Submission date 15 October, 2020 Date Received 1st submission

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I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism I understand that making a false declaration is a form of malpractice

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Table of Contents

I.Introduction to your case in side the organization 3

II Force Field 3

2.1.Application Force Field Analysis In Bao Viet Insuarance 4

III The 3 Stages of Change 6

3.1.We can apply Lewin's Model of Change Management in the following ways : 8

3.2.An evaluation of how barriers to change may influence leadership decision making 10

IV 8 Step Change Model Kotter’s 10

V.Leadership 12

5.1.Leadership style of HR Manager 13

VI.Conclusion : 15

VII.References: 15

I.Introduction to your case in side the organization

In a continuously evolving and highly competitive business environment, especially in the last covid 19 epidemic, has greatly affected Bao Viet's business activities

Through this report, standing in the position of HR Manager of Bao Viet insurance company, will analyze the barriers affecting the decision of leaders and adopting a range of leadership approaches to a change initiative so that the business can adapt to the realities and make the appropriate changes to grow stronger

II Force Field

Force Feild is a management technique for predicting situations by Kurt Lewin (1890-1947), a pioneer in

the field of psychosocial studies We should not consider every situation in a solid stabilization system, says Lewin, but in a temporary equilibrium According to him, each situation is influenced by the impetus and

restraint force affecting all its changes

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Motivations are the forces acting on a situation to move the situation in a certain direction; the impulse

tends to initiate change and push it to continue Some examples of motivation are improved productivity in

a workgroup, supervisor pressure, incentives, competition

Restraining forces are forces that restrain or reduce the impetus Some examples of restraining force are

indifference, hostility, degraded work equipment

(Vinabac.com 2020)

2.1.Application Force Field Analysis In Bao Viet Insuarance

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Total : 14 Total : 11 Conclusion

Through the model, it can be seen that driving forces is 14 points, while the barries is 11 points Therefore, the project's probability of success is high, so it is necessary to apply the right tools and methods to be able

to complete the project in the best way

* Advantages of force field analysis

One of the major benefits of an overview of the force field is that it offers a graphic description of all the different variables that endorse and contradict a given proposal, with all the evidence gathered in a single graph on a possible decision In addition, force field research also stretches the appraisal beyond the evidence itself to look at contextual considerations that could have an effect on the decision being analyzed 's success or loss

* Disadvantages of Force Field Analysis

In order to provide the correct information needed for an successful analysis, force field analysis involves the full cooperation of all involved When complete engagement is not feasible, this may be a drawback, resulting in an interpretation that does not have a realistic representation of the supporting and opposing forces The probability that the study would not lead to a consensus within the community is another drawback In reality, an examination of the force field can potentially lead a group to split between those who support the decision and those who oppose it

Conclusion

When using force field analysis, one of the main aspects to bear in mind is that the analysis produced relies solely on the expertise level and experience of the community working on the analysis In most cases, the study of the force field is based on observations, not facts; even if the conclusions are based on cumulative evidence, the perception of the results can not be viewed as factual within the overall pushing and restraining forces assessment process

III The 3 Stages of Change

Lewin suggested that any individual's behavior in reaction to a proposed change is a function of group behavior The behavior and ability of the individual to change is also affected by any interaction or force affecting the group structure Therefore, in the change process, the group environment, or 'field', must be considered

Status is defined as the current situation in the 3 Stage Model of Change, but a change process, a proposed change, should then evolve into a desired future state We must evaluate the totality and complexity of the field in order to understand group behavior, and hence the behavior of individual group members during the change process This is also known as Field Theory, which is commonly used to develop models of change, including the 3 Stage Model of Lewin

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(Source : bmc,2020)

Stage 1 : Unfreezing

You need to defrost it or thaw it out so you can prepare a meal that has been frozen It can be said the same for transition It must go through the initial stage of unfreezing before a move can be enforced The aim during the unfreezing process is to build an understanding of how the status quo, or existing degree of acceptability, is in some way hindering the organisation, since certain individuals would instinctively oppose reform It is important to closely analyze old habits, ways of thought, procedures, personnel and corporate systems and show workers how necessary a transition is for the company to build or sustain a competitive edge in the marketplace During the unfreezing process, coordination is highly critical so that workers will

be aware about the impending transition, the reasoning behind it and how each employee will benefit from

it The theory is that the more we know about a transitionn and the more important and urgent we feel, the more driven we are to embrace the change

Stage 2 : Change process

They should start going now that the persons are 'unfrozen' Lewin agreed that transformation is a phase in which the company must shift into this current state of being or step into it The introduction of the reform

is marked by this shifting phase, often referred to as 'transitioning' or 'going.' This is where the alteration becomes actual Consequently, it's also the moment when most individuals struggle with the new reality It

is a time characterized by doubt and anxiety that makes it the most daunting step to conquer People continue to learn new habits, methods, and ways of thought during the evolving transition The more prepared they are for this move, the smoother it is to finish For this cause, as they become acquainted with the transition, preparation, connectivity, resources and time are important for workers Again, transition is a process that needs to be prepared and implemented carefully

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Step 3 : Refreezing

Lewin referred to the final stage of the freezing of his transition paradigm, but many refer to it as refreezing

to symbolize the act of post-change strengthening, stabilizing and solidifying the new environment As the current standard or status quo, the improvements made to corporate structures, priorities, structure, offerings or individuals are embraced and refrozen Lewin considered the refreezing phase to be extremely necessary to ensure that individuals do not resort to their old ways of thinking or doing until the transition

is introduced Efforts must be taken to ensure that the transition is not lost; rather, it must be cemented into the ethos of the enterprise and retained as the appropriate way of thinking or doing To strengthen the current state, constructive rewards and affirmation of individualized efforts are also used because it is assumed that positive validated action will possibly be replicated

Some claim that in contemporary industry, due to the continuous need for improvement, the refreezing phase is obsolete They find it pointless to waste time freezing a new state because it is possible that in the near future it will need to be reevaluated and perhaps updated again However, without the refreezing phase-as I discussed earlier-there is a strong risk that people will resort to the old way of doing things When companies skip the refreezing process in expectation of potential reform, take one step forward and two steps back may be a common trend

3.1.We can apply Lewin's Model of Change Management in the following ways :

Step 1: Unfreeze

Though not formally part of Lewin's model, actions within this Unfreeze stage may include:

- Determining what needs to change

In order to promote and grow the insurance business in Bao Viet, first of all, it is necessary to change the personnel structure to become more professional and comprehensive in all aspects A change in personnel structure is necessary because a business has a long-term survival and development or is in the position of human resources in the company

- Ensuring support from management and the C-suite

Proposing and giving appropriate options to change the personnel structure to the superior departments to see the appropriate level to change and apply the new structure to promptly adapt Since then, it reaffirms that change is necessary in the development of the business and has a positive impact on all aspects of the business

- Creating the need for change

Creating a message to create a professional working environment for all employees is the message at the forefront of change Communicating positive inspirations to entire employees about impact change is very important

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Step 2: Change

Human resource structure change is an important issue in the entire business system Therefore, in addition to the main plan, it is necessary to prepare many contingencies depending on the situation to change in time

With that change effort, let's see which works and doesn't work, what is against the change, etc

In this process, there are two driving forces for success: information flow and leadership

Standing on the role of human resource management in the insurance enterprise Bao Viet must affirm its role greatly contributes to the change of the system, and personal strength contributes to the common goal During implementation, continuous monitoring is required to determine vision and motivation An iterative approach is also needed to sustain change

During the change period, Bao Viet Insurance enterprises should:

• Clear and broad notice of follow-up to plans, benefits, and people affected Answer questions, clarify misunderstandings and clear up rumors

• Motivating and empowering action Encourage employees to actively participate in change and assist managers in giving daily and weekly directions to employees

• Attract as much as possible to others These easy wins can accumulate into larger wins, and working with more people can help you navigate different stakeholders

Step 3: Refreeze

The purpose of the last step - refinement - is to keep the changes you made The aim is for the people involved to see this new state as the new one, so they are no longer against the forces trying to make a change The team's standards, activities, strategies, and processes are transformed into the new state

During the refreeze period, Bao Viet Insurance enterprises should do as follows:

• Tie the new changes into the culture by identifying change supports and change barriers

• Develop and promote ways to sustain the change long-term

• Ensuring leadership and management support and adapting organizational structure when necessary

• Establishing feedback processes

• Creating a rewards system

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• Offer training, support, and communication for both the short- and long-term Promote both formal and informal methods, and remember the various ways that employees learn

• Celebrate success

Conclusion :

In the sense of social patterns experienced at a person and collective level within a society, Lewin's 3 Step Model of Transition offers an intuitive and basic explanation of how changes occur Shift management has taken both positive and conflicting paths since the principle was first applied in 1951 This is a critical reminder: when modern-day mechanisms for change management do not fit for particular usage cases and market demands, in the face of change, remember these principles of understanding social behaviour

3.2.An evaluation of how barriers to change may influence leadership decision making

Through the Force Field model, we can clearly see the barriers of Bao Viet Insurance It can be said that the biggest barrier of Bao Viet is that the business results are not too impressive compared to other companies

in the same industry, in addition, Bao Viet's personnel apparatus does not have any outstanding talent Mr Binh was sent down by a government agency His predecessor, very knowledgeable about the Vietnamese insurance market, is Mr Truong Moc Lam, who has been building Bao Viet for many years and has passed away The management below is not dynamic enough like other joint stock insurance companies like Mr Duc's of BMI Low salary mechanism makes many employees go to foreign insurance companies Extensive network and multidisciplinary activity, if the management personnel is not good, it will be a real difficulty

to smoothly operate the system The financial investment segment is still quite weak If we know about Buffet used the premium of Berkshire Hathaway company to make financial investments quite successfully,

in this respect Bao Viet is still quite weak Most only invest in bonds (55%) and bank deposits (22%), so this operating profit is not high

IV 8 Step Change Model Kotter’s

Application 8 Step Change Model Kotter’s in Bao Viet Insuarance

Step One: Create Urgency

Creating an idea of change is essential to the growth of the Bao Viet insurer An HR manager can create solutions in which individuals can see the importance and existing problems Create a standard solution

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and direction that businesses can apply to achieve their end goals This step is an important step in formation when it comes to the supportive and ultimate success of change

Step Two: Form a Powerful Coalition

During leadership in the position of human resource manager, you will find that leading by yourself will be difficult to make change in the Bao Viet insurance business, so it is necessary to build an alliance to help you steer others more effectively The Alliance is built on the skills and experience from other departments such as the Sale department, the Marketing department, The Alliance can help in promoting media throughout the business Coalition members will work together to drive growth and greater success

Step Three: Create a Vision for Change

When making a decision to make change often comes the problem of confusion among the low-level employees in the Bao Viet insurance company So creating an understandable vision is one way to create support across the business However, inspiration still needs to be done to maximize efficiency

Step 4: Communicate the vision

The visioning is not enough to create support for it, it should be communicated throughout the Bao Viet insurance company This is a great opportunity to use the alliance that HR managers have built, as there is a possibility between them having networks in all areas of the business It is important to keep conveying this message as it is likely that competitive messages are also circulating

Step five: Eliminate obstacles

The first four steps are essential in empowering the change initiative in the Bao Viet insurance system, but

it is important to look for what can reduce its chances of success Whether personal, traditional, legal or physical, there may be a few hurdles that hinder the path to success So it is important to identify these as soon as possible and rely on available resources to break them down without disrupting any other areas of the business

Step 6: Create a win in the short term

Process changes in employment such as a change in personnel structure in a Bao Viet insurance company often take a while to reap any rewards, and this can reduce support if individuals think that Their efforts were wasted because of the time factor For this reason, it's important to demonstrate the advantages of the new process by producing some short-term wins Shorter short-term goals are also useful tools for motivation and direction Using these wins to justify investment and effort can help re-motivate employees

to continue to support change

Step 7: Build on change

Many change processes fail when complacency comes to an end and the project isn't finished properly Bao Viet insurers have found that it is important to maintain and reinforce change long after it has been completed Continue to set goals and analyze what could be better done to keep improving

Step 8: Fixed the changes in corporate culture

Simply changing the habits and processes of employees in the insurance company Bao Viet realizes that it is not always enough to promote cultural change across the organization The changes should become a core Page 11